A supervisor at a Texas-based oilfield management company not only insisted that a job applicant be rejected because of his wife’s cancer, but also committed his illegal bias to writing in a series of intra-company e-mails.

Result: A federal appeals court ordered the company to face a jury trial for disability discrimination.

Good recommendations
According to the EEOC, the applicant had worked for the company in the past. When he sought to be rehired, both a hiring manager and his old boss recommended that he be brought back to work at a company facility in Winnie, TX.

But the facility director, who was the hiring manager’s supervisor, opined orally and in e-mails to company officers that the applicant’s wife’s condition would hamper his performance. The director also cited the applicant’s age, 56.

Hired the youngster
Eventually, the company hired a 35-year-old who, unlike the older applicant, had no experience with the company or the computer software relevant to the job.

Takeaway: An employee or applicant doesn’t have to be disabled to sue you for disability discrimination. If you discriminate against such a person because of the disability of someone they associate with – which can be a family member or even a friend – you’ve broken the law.

Cite: EEOC v. DynMcDermott Petroleum Ops. Co.

Leave a Reply

Your email address will not be published. Required fields are marked *


  • Rapid Learning Institute 1510 Chester Pike, Suite 310 Eddystone, PA 19022

  • Toll Free: (877) 792-2172
  • Contact Us

About RLI

RLI is 100% CAN-SPAM compliant. We're dedicated to protecting your privacy. We will NEVER sell or share your email address and will promptly honor all unsubscribe requests.

Learn More

Connect With Us

Signup to Receive Industry-Leading Tips and News from our Experts